Case Study: People Analytics Administrator Role at Company X

You have applied for the post of People Analytics Administrator at Company X who are a leading provider of HR solutions to businesses in your region. Company X offers a diverse range of people management and business services to meet the needs of its customers and are now looking for a People Analytics Administrator as currently there is limited experience of data management in the team. The successful applicant will be accountable for managing analysis of data ensuring that Company X makes informed data-driven decisions for its clients. You have received an assessment pack to complete for the first stage of the selection process. The pack contains eight questions which have been designed so that you can demonstrate your knowledge and understanding of how people professionals can use data and analytics to support decision-making and improve people practices.

The questions are as follows:

Q1. Explain what evidence-based practice is and provide two examples of how Company X could apply it. (AC 1.1)

Q2. Explain the importance of using data at Company X to accurately determine problems and issues. (AC 1.2)

Q3. Explain the different types of data measurements that people professionals at Company X could use. (AC 1.3)

Q4. Explain how the application of policies and procedures can inform Company X’s decisions. (AC 1.6)

Q5. Explain how the people professionals at Company X can create value for their people, their organisation and their wider stakeholders. (AC 2.1)

Q6. Imagine that you have been successful in your application for the role at Company X. Summarise the ways that you could be customer focused and standards driven in your new role, drawing on your previous experience, as necessary. (AC 2.2)

Q7. The excel table inserted below shows the hours of overtime worked over a four-week period for one of Company X’s clients, Blue Mountain Patisserie.

Your task is to:

• calculate the average number of overtime hours worked by each employee during the four-week period.
• calculate the average overtime hours as a percentage of the normal working hours.
• analyse the results and provide written comments on any issues that the data has revealed suggesting potential problems and solutions. (AC 1.4)

Q8. Finally, present your findings using at least two different types of diagrammatic forms (for example, pie charts, bar graphs, or line graphs) to make the information easier to understand. (AC 1.5)

HRM Assignment Answers: Experts Answer on Above HRM Case Study Questions

Evidence based practice
Evidence based practice in HRM is defined as undertaking HR decisions by utilising reliable data, research and professional expertise. That is no scope of making any assumption in such a decision making process. In the given case scenario, the example can be analysing the trend of employee turnover at company X before framing up retention strategies for the company. Another example can be making use of engagement survey data to undertake new wellbeing initiatives.
Importance of using data
Data is highly crucial in allowing for the decision making process and in the given case scenario, company X can make use of data to identify the real cause of problems and support its decision making process. A critical analysis of data would allow the company to identify the exact cause of high absenteeism and thereby allow for taking relevant decisions aimed at solving the problem.
Types of data measurements
The types of data measurements include quantitative data which includes numbers such as turnover rates, qualitative data which includes feedback, descriptive data including in-depth summaries and predictive data consisting of forecasts such as what could happen.
Policy and procedures in decisions
The role of policy in the decision making process is significant as it ensures consistency and fairness. In the given case scenario, HR policy on overtime can help in achieving compliance with the labour laws. Recruitment procedures on the other hand can help in conducting a non biased hiring process.
Creating value
The value can be created for employees, for the organisation and for the stakeholders. By providing growth opportunities to the employees and improving performance through better workforce planning would lead to value creation and ultimately satisfies the goal of stakeholders.
Customer focus and standards driven
In my decision making process, I would consider customer focus by customising the data reports to client’s needs and explaining insights clearly. Standard drive can be achieved through data accuracy, confidentiality and applying HR analytics framework.
Overtime analysis
The overtime analysis requires the calculation of average overtime for employees, average as the percentage of normal hours, and its analysis to provide appropriate solutions.

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